Personnel evaluation system and personnel evaluation program

Abstract

To provide a personnel rating system and a personnel rating program allowing an evaluator to evaluate an evaluated person easily and appropriately, allowing the evaluated person to know his / her own daily evaluation contents, and further capable of enhancing evaluation ability when the evaluator evaluates the evaluated person.SOLUTION: A personnel rating system 1 presents lists 31 to 35 of evaluation reasons in which reasons for selecting evaluation marks are listed to an evaluator when selecting the one or plural evaluation marks from among options of evaluation marks 21 regarding evaluation of business reports. Points allocated to a selected evaluation mark are also totaled and displayed as points of evaluated persons. An evaluator does not have to document evaluation reasons for himself / herself, and simply chooses reasons from among the lists of evaluation reasons, thus facilitating evaluation work. Since the evaluator performs evaluation on the basis of business reports, an evaluated person can instantly know evaluation contents to his / her own daily action, which can be helpful for improvement.SELECTED DRAWING: Figure 1

Description

[Technical field]

[0001] The present invention relates to a personnel evaluation system and a personnel evaluation program, and in particular to a personnel evaluation system and a personnel evaluation program that enable an evaluator to easily and appropriately evaluate a person being evaluated, enable the person being evaluated to know the contents of his or her daily evaluation, and further enable the evaluator to improve his or her evaluation ability when evaluating the person being evaluated. [Background technology]

[0002] In typical personnel evaluation systems, the main evaluation criterion is whether or not the person being evaluated achieved the predetermined goals. However, in order to more appropriately evaluate people, systems have also been developed that include the person's work attitude as an evaluation criterion or in which a single person is evaluated by multiple evaluators. For example, Patent Document 1 discloses a personnel evaluation system in which all members of a group evaluate each other using a capability evaluation sheet and an attitude evaluation sheet. [Prior art documents] [Patent documents]

[0003] [Patent Document 1] JP 2006-195642 A Summary of the Invention [Problem to be solved by the invention]

[0004] However, the conventional techniques including the above-mentioned Patent Document 1 have the following problems. The method in which everyone in a group evaluates each other has the problem that the compilation process is cumbersome and time-consuming. Furthermore, there is a problem that appropriate evaluation results cannot be obtained if the evaluator has low evaluation ability. In addition, typical personnel evaluation systems evaluate employees at the end of a specified period (for example, a quarter or half year), which means that employees are only able to find out their own evaluation at each specified period, making it difficult for them to use the evaluation content to improve their daily behavior.

[0005] In view of such problems, the present invention has an objective of providing a personnel evaluation system and a personnel evaluation program that enable an evaluator to easily and appropriately evaluate an individual being evaluated, enable the individual being evaluated to know the contents of his or her daily evaluation, and further improve the evaluator's evaluation ability when evaluating individuals being evaluated. [Means for solving the problem]

[0006] The personnel appraisal system of the present invention includes a work report storage unit that stores a work report prepared by an appraiser, an evaluation mark presentation unit that presents an option of evaluation marks related to the evaluation of the work report to an evaluator who has viewed the work report, and an evaluation reason presentation unit that, when the evaluator selects one or more of the evaluation marks from the option of evaluation marks, presents the evaluator with a list of evaluation reasons that describe the reasons for selecting the evaluation marks. Points are assigned to each of the evaluation marks in advance, and when the evaluator selects an evaluation mark, the points assigned to the selected evaluation mark are displayed on the evaluation mark display unit. The evaluator created the business report that he / she viewed. a point tallying unit for tallying points for the person being evaluated; , the evaluator selected from the list of evaluation reasons The evaluation system further comprises an evaluation presentation unit that presents the evaluation reason and the points. The list of evaluation reasons is also characterized by being expressed in a matrix format combining multiple categories related to the abilities of the person being evaluated and multiple categories related to their qualities.

[0007] In addition, the evaluation presentation unit may provide the evaluation subject with The position selected by the assessee It is characterized in that evaluations regarding other evaluators are also presented. Also, The time it took for the evaluator to actually complete the evaluation after receiving the business reportThe present invention is characterized in that it includes an evaluation ability determination unit that determines the evaluation ability of the evaluator based on the evaluation ability. The personnel appraisal program of the present invention is a personnel appraisal program executed in an information processing device having a work report storage unit that stores a work report created by an appraiser, and includes the steps of: presenting an option for an evaluation mark related to the evaluation of the work report to an evaluator who has viewed the work report; when the evaluator selects one or more of the evaluation marks from the option for the evaluation mark, presenting to the evaluator a list of evaluation reasons that describe the reasons for selecting the evaluation mark; and, when the evaluator selects an evaluation mark, assigning points to each of the evaluation marks in advance, and when the evaluator selects an evaluation mark, calculating the points assigned to the selected evaluation mark. , who created the business report that the evaluator viewed; a step of tallying up points for the assessee; and , the evaluator selected from the list of evaluation reasons and a step of presenting the reason for evaluation and the points. Effect of the Invention

[0008] The evaluator who views the business report first selects an evaluation mark, and then selects the reason for selecting that evaluation mark from a list of evaluation reasons. The evaluator does not need to write down the evaluation reason himself, but can simply select from the list of evaluation reasons, making the evaluation process easy. In addition, since the evaluator bases the evaluation on work reports, the person being evaluated can immediately know the evaluation results for their daily actions and use this information to make improvements.

[0009] If a list of evaluation reasons is created based on the abilities and qualities of the person being evaluated, the evaluation will focus on the inner qualities of the person being evaluated, allowing for a more appropriate evaluation than traditional personnel evaluation systems, which simply focus on whether or not numerical targets were reached. Furthermore, if one person being evaluated is able to view the evaluations of other people being evaluated, he or she will be able to view his or her own evaluation among multiple others objectively, which will increase the person being evaluated's motivation to work. Furthermore, if it is possible to judge the evaluation ability of the evaluator, the evaluation ability of the evaluator can be improved. [Brief description of the drawings]

[0010] [Figure 1] Block diagram showing the configuration of the personnel evaluation system [Diagram 2] A diagram showing the state in which the name, department, status, etc. of the assessee are displayed in a list on the assessor's terminal. [Diagram 3] A diagram showing four types of evaluation marks displayed on the evaluator terminal. [Figure 4] A list of rating reasons that are displayed when the reviewer selects the "Like" rating mark [Diagram 5] A list of evaluation reasons that are displayed when the evaluator selects the "Good luck" evaluation mark [Figure 6] A list of reasons for the evaluation that are displayed when the evaluator selects the "Not good" evaluation mark [Figure 7] Figures (a) and (b) showing three categories of qualities and six categories of abilities displayed as buttons on the evaluator's terminal. [Figure 8] A diagram showing the state in which the evaluation content and points are displayed on the evaluatee's terminal. [Figure 9] Figures (a) and (b) show the state in which the evaluation reason is displayed on the subject's device. [Figure 10] A diagram showing the accumulated points displayed on the assessee's device. [Figure 11] Figures (a) to (c) showing other examples of cumulative points display [Figure 12] Figures (a) to (c) showing other examples of cumulative points display [Figure 13] A diagram showing how to display accumulated points by position [Figure 14] A diagram showing how to display accumulated points by position [Figure 15] A diagram showing the state in which the evaluation ability of the evaluator is displayed. [Figure 16] Example of a sequence executed by the control unit DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0011] An embodiment of a personnel evaluation system according to the present invention will be described. The personnel evaluation system is a system in which an evaluator views a work report prepared by the person being evaluated and evaluates the person being evaluated based on the content of the report. The personnel evaluation system can be introduced into a company, but is not limited to this, and can also be introduced into public institutions such as schools and city halls. In this embodiment, the explanation is given assuming that the system is introduced into a company. The person being evaluated can be, for example, an employee working at the company, and the evaluator can be, but is not limited to, the superior of the employee.

[0012] As shown in FIG. 1, the personnel appraisal system 1 is roughly composed of a work report storage unit 10, an evaluation mark presentation unit 20, an evaluation reason presentation unit 30, a point tallying unit 40, an evaluation presentation unit 50, etc., which are stored in a server 100. The server 100 is generally composed of a communication unit 101 that transmits and receives various information to and from the evaluated terminal 200 and the evaluator terminal 201, a memory unit 102 that stores various information, and a control unit 103 that performs various processes in response to instructions from the evaluated terminal 200 and the evaluator terminal 201. The memory unit 102 includes a business report memory unit 10, and the control unit 103 includes an evaluation mark presentation unit 20, an evaluation reason presentation unit 30, a point tallying unit 40, and an evaluation presentation unit 50. The server 100 is connected to the assessee terminal 200 and the assessor terminal 201 via a network 104 by wire or wirelessly, enabling transmission and reception of various information. The server 100 may be installed on the Internet, but is not limited thereto. The assessee terminal 200 refers to the assessee's own information processing device such as a smartphone, tablet, personal computer, etc. The assessor terminal 201 refers to the assessor's own information processing device such as a smartphone, tablet, personal computer, etc.

[0013] The control unit 103 is equipped with a CPU, RAM, and ROM (not shown), and the CPU controls the server 100 by reading out various programs stored in the ROM and various information stored in the memory unit 102 and executing them appropriately. The business report memory unit 10 stores the business report created by the person being evaluated. Specifically, the person being evaluated creates a business report according to a format using the person being evaluated terminal 200. It is preferable to create a business report for each working day, but it may also be created once per fixed period (for example, one week). The person being evaluated transmits the business report that he or she has created to the server 100 via the network 104. The business report transmitted to the server 100 is stored in the business report memory unit 10 provided in the memory unit 102.

[0014] The evaluation mark presentation unit 20 presents the evaluator who has viewed the business report with a selection of evaluation marks 21 (Fig. 3) relating to the evaluation of the business report. Specifically, as shown in Fig. 2, the evaluator terminal 201 displays a list of the names, departments, job titles, etc. of multiple evaluators for whom the evaluator is responsible for evaluation, along with the status of whether the evaluation of the business report has been completed or not in the "Status" column. If the evaluation of the business report has not been completed, "Not yet" is displayed, and if it has been completed, "Completed" is displayed. When the evaluator selects and clicks any one of the "Not Yet" displayed, the control unit 103 reads out the corresponding business report from the business report storage unit 10 and transmits it to the evaluator terminal 201. The evaluator receives and views the business report on his / her own evaluator terminal 201. When the viewing is completed, the evaluation mark presenting unit 20 presents options for the evaluation mark 21 on the evaluator terminal 201 as shown in Fig. 3. In this embodiment, four types of evaluation marks 21, "Like", "Watch and wait", "Good luck", and "Not good", are displayed, but the content and number of the evaluation marks 21 can be changed as desired. The evaluator selects and clicks one of four evaluation marks 21 based on the content of the viewed business report.

[0015] When the evaluator selects one evaluation mark 21 from the options of evaluation marks 21, the evaluation reason presenting unit 30 presents to the evaluator a list of evaluation reasons 31 to 33 describing the reasons for selecting the evaluation mark 21. FIG. 4 shows a list 31 of evaluation reasons that is presented when the evaluator selects the evaluation mark 21 of "Like" from among the lists 31 to 33 of evaluation reasons. This list 31 of evaluation reasons lists six categories of abilities ("Completion," "Speed," "Interpersonal Relationships," "Discipline," "Crisis Management Ability," and "Creativity") on the vertical axis, and three categories of qualities ("Mind," "Intellect," and "Body") on the horizontal axis. Then, one or more details 31a of the evaluation reason are listed in the column where the vertical and horizontal axes intersect. Also, points are assigned to each evaluation mark 21 in advance. The contents of the six ability categories are not limited to those shown in Figure 4, and may be determined arbitrarily. For example, "quality (quality of work)," "speed (speed, quickness)," "teamwork (cooperation, communication skills, manners)," "self-control (ability to regulate emotions)," "risk management (ability to manage crises)," and "compliance (discipline, compliance with laws and regulations)" may be included in the ability categories.

[0016] The evaluator who selected the "Like" evaluation mark 21 selects one or more detailed evaluation reasons 31a appropriate for the person being evaluated from the list of evaluation reasons 31 in FIG. 4. For example, the evaluator selects the detailed evaluation reason "Has the ability to make detailed plans" from the column of "speed / quickness" on the vertical axis and "knowledge" on the horizontal axis. The points allocated to the "Like" evaluation mark 21 (for example, 1 point) are then allocated to the person being evaluated. Furthermore, the evaluator may select the detailed evaluation reason "Tries to avoid risks in advance" from the column of "crisis management ability" on the vertical axis and "heart" on the horizontal axis. In that case, an additional 1 point is allocated to the person being evaluated.

[0017] FIG. 5 shows a list 32 of evaluation reasons that is presented when the evaluator selects the evaluation mark 21 of “Do your best” from the list of evaluation reasons 31 to 33. The evaluator who selected the evaluation mark 21 "Do your best" selects one or more details of evaluation reason 32a appropriate for the person being evaluated from the list of evaluation reasons 32 in Fig. 5. For example, the evaluator selects the evaluation reason "Turning a blind eye to people in trouble" from the column of "Interpersonal Relationships" on the vertical axis and "Heart" on the horizontal axis. Then, the points assigned to the evaluation mark 21 "Do your best" (for example, -1 point) are distributed to the person being evaluated. FIG. 6 shows a list 33 of evaluation reasons that is presented when the evaluator selects the evaluation mark 21 of “not good” from the list of evaluation reasons 31 to 33. The evaluator who selected the "not good" evaluation mark 21 selects one or more details of evaluation reason 33a appropriate for the person being evaluated from the list of evaluation reasons 33 in Fig. 6. For example, the evaluator selects the evaluation reason "Trying to make it messy and dirty on purpose" from the column of "Completion" on the vertical axis and "Heart" on the horizontal axis. Then, the points assigned to the "not good" evaluation mark (for example, -3 points) are distributed to the person being evaluated.

[0018] The evaluator may select multiple evaluation marks 21 for the work report of one evaluator. For example, if the evaluator judges that the evaluator is well-dressed, he / she may select the evaluation mark 21 "Like" and select the evaluation reason "Appearance, posture, etc. are always exemplary" in the vertical axis "Discipline" and horizontal axis "Body" columns, and further, if the evaluator judges that there is a problem with the evaluator's thinking ability, he / she may select the evaluation mark 21 "Do your best" and select the evaluation reason "Unable to think logically" in the vertical axis "Creativity" and horizontal axis "Intellect" columns. In this case, the evaluation mark 21 "Like" will earn 1 point, and the evaluation mark 21 "Do your best" will earn -1 point, so the evaluator will receive zero points. In addition, if the evaluator selects the evaluation mark 21 of "wait and see," there is no need to select a reason for the evaluation, and no points will be allocated to the person being evaluated. In this way, after the evaluator selects one evaluation mark 21 from the four evaluation marks "Good," "Stay calm," "Good luck," and "Not good," the evaluation reason presenting unit 30 presents the corresponding evaluation reason list 31-33 to the evaluator. The evaluator completes the evaluation by simply selecting one or more appropriate ones from the detailed evaluation reasons 31a-33a listed in the evaluation reason lists 31-33, so the time required for evaluation can be reduced.

[0019] Since displaying the list of evaluation reasons 31 to 33 may be cumbersome, a simpler list of evaluation reasons may be displayed as shown in Fig. 7. In other words, after the evaluator selects and clicks one evaluation mark 21 (e.g., "Like") from the four types of evaluation mark 21 options, multiple categories of qualities (e.g., three categories of "mind," "knowledge," and "body") and multiple categories of abilities (e.g., six categories of "completeness," "speed," "interpersonal relationships," "self-management," "crisis management," and "compliance") may be displayed as buttons as a list of evaluation reasons 34 as shown in Fig. 7(a). In this case, the evaluator will choose one category from the qualities of "mind," "intellect," or "body," and one category from the abilities of "perfection," "speed," "interpersonal relationships," "self-management," "crisis management," or "compliance," as the reason for the evaluation of the person being evaluated. FIG. 7(b) shows a list 35 of evaluation reasons when the evaluator selects the evaluation mark 21 of “Good luck.”

[0020] When the evaluator selects an evaluation mark 21, the point tallying unit 40 tallies the points assigned to the selected evaluation mark as the points of the evaluatee. For example, a system may be used in which no points are allocated to the evaluatee at the beginning of the period, and points are added or subtracted each time the evaluatee submits a business report, or a system may be used in which basic points are allocated to the evaluatee at the beginning of the period, and points are added or subtracted each time the evaluatee submits a business report.

[0021] As shown in Fig. 8, the content and points of the evaluation of the business report by the evaluator are displayed on the evaluatee's terminal 200. When the evaluatee clicks on the "reason" column, the evaluation reasons 31a to 33a selected by the evaluatee are displayed as shown in Fig. 9(a). Alternatively, the comment 36 entered by the evaluatee may be displayed as shown in Fig. 9(b). The method of displaying the accumulated points is not particularly limited, but for example, as shown in Figure 10, the points may be divided into "qualities" and "abilities" and "current score," "ranking within class (e.g., within department)," "previous score," "previous ranking within class," "growth rate," and "improvement in ranking" may be displayed. Also, as shown in FIGS. 11(a) to (c), the accumulated points divided into "qualifications" and "abilities" may be displayed in a radar chart, or the progress of the accumulated points may be displayed in a line graph.

[0022] Alternatively, as shown in Figure 12, six ability categories can be listed on the vertical axis, three quality categories on the horizontal axis, and the cumulative points displayed where the vertical and horizontal axes intersect. This allows the person being evaluated to objectively view his or her own strengths and weaknesses. Furthermore, job titles are displayed as shown in Fig. 13, and when any job title (e.g., "section manager") is selected, the accumulated points and rankings of all people with that job title may be displayed as shown in Fig. 14, or only the rankings may be displayed. Furthermore, the job titles that can be displayed may be limited depending on the job title of the person being evaluated, and for example, if the person being evaluated is a "section manager," only job titles below section manager may be viewable.

[0023] Furthermore, an evaluation ability judgment unit 60 (Fig. 1) may be provided that judges the evaluation ability of the evaluator based on the content of the evaluation of the business report by the evaluator. As shown in Fig. 15, the items to be evaluated are set in advance, and the evaluation ability judgment unit, for example, in the "speed" item, regarding the time taken from receiving the business report to actually finishing the evaluation, judges the evaluation ability lower the longer the time, and in the "appropriateness" item, judges the evaluation lower the higher the proportion of evaluators who selected the "wait and see" evaluation mark 21. By performing this for all evaluators, it is possible to judge the evaluation ability of each evaluator.

[0024] Next, an example of a sequence executed by the control unit 103 in cooperation with each element stored in the server 100 based on a performance appraisal program pre-stored in the storage unit 102 of the performance appraisal system will be described with reference to FIG. The appraisee transmits his / her own business report to the server 100 via the appraisee terminal 200 (step S101). The business report storage unit 10 stores the received business report (step S102). When an evaluator accesses the server 100 via the evaluator terminal 201 (step S103), the control unit 103 reads out from the memory unit 102 a list of evaluates that the evaluator should evaluate, which is stored in the business report memory unit 10 at that time, and transmits it to the evaluator terminal 201 (step S104).

[0025] When the evaluator selects an evaluator whose business report has not yet been evaluated via the evaluator terminal 201 (step S105), the control unit 103 transmits the business report of the evaluator to the evaluator terminal 201 (step S106). Note that the list of evaluators transmitted to the evaluator terminal 201 in step S104 may include the business reports of each evaluator in advance. The evaluator views the business report and operates the evaluator terminal 201 to enter evaluation mode to evaluate it (step S107). The evaluation mark presentation unit 20 then causes the evaluator terminal 201 to present a choice of four types of evaluation marks 21: "Good," "Watch and wait," "Good luck," and "Not good" (step S108). When the evaluator selects an arbitrary evaluation mark 21 (step S109), the evaluation reason presenting unit 30 presents to the evaluator a list of evaluation reasons 31 to 33 in which the reasons for selecting the evaluation mark 21 are listed (step S110).

[0026] When the evaluator selects one or more evaluation reasons 31a-33a from the list of evaluation reasons 31-33 (step S111), the point tallying unit 40 tallies the points allocated to the selected evaluation reason as the points of the evaluatee (step S112). This completes the evaluator's evaluation of the business report, and the accumulated points of the evaluatee are stored in the memory unit 102 (step S113). When the person being evaluated accesses the server 100 via his / her own terminal 200 (step S114), the evaluation presentation unit 50 reads out the evaluation reasons and points for that person and other people being evaluated from the memory unit 102 and transmits them to the terminal 200 (step S115). The person being evaluated views his / her own evaluation reasons and points (step S116). [Industrial Applicability]

[0027] The present invention provides a personnel appraisal system and a personnel appraisal program that enable evaluators to easily and appropriately evaluate persons being appraised, enable persons being appraised to know the contents of their own daily evaluations, and further improve the evaluators' evaluation abilities when evaluating persons being appraised, and has industrial applicability. [Explanation of symbols]

[0028] 1. Personnel evaluation system 10 Business report storage section 20 Evaluation Mark Presentation Section 21 Rating Marks 30. Evaluation Reason Presentation Section 31~35 List of evaluation reasons 31a, 32a, 33a Reasons for evaluation 36 Comments 40 Points Counting Department 50 Evaluation Presentation Department 60 Evaluation Capability Assessment Department 100 Servers 101 Communications Department 102 Storage section 103 Control section 104 Network 200 Evaluatee's terminal 201 Evaluator terminal

Claims

1. A business report storage unit that stores a business report prepared by an assessee; an evaluation mark presentation unit that presents options of evaluation marks for evaluating the business report to an evaluator who has viewed the business report; an evaluation reason presentation unit that presents, when the evaluator selects one or more of the evaluation marks from the evaluation mark options, a list of evaluation reasons describing the reasons for selecting the evaluation marks to the evaluator; a point tallying unit which allocates points to each of the evaluation marks in advance, and which, when the evaluator selects an evaluation mark, tallys up the points allocated to the selected evaluation mark as points for the evaluee who created the business report viewed by the evaluator; A personnel evaluation system comprising an evaluation presentation unit that presents to the person being evaluated the evaluation reason and the points selected by the evaluator from a list of evaluation reasons.

2. The personnel evaluation system according to claim 1, characterized in that the list of evaluation reasons is presented in a matrix format combining multiple categories related to the abilities of the person being evaluated and multiple categories related to their qualities.

3. The personnel evaluation system of claim 1 or 2, characterized in that the evaluation presentation unit also presents to the person being evaluated evaluations of other people who correspond to the position selected by the person being evaluated.

4. A personnel evaluation system as described in any one of claims 1 to 3, characterized in that it is further provided with an evaluation ability judgment unit which judges the evaluation ability of the evaluator based on the time required from when the evaluator receives the work report to when the evaluator actually completes the evaluation.

5. A performance evaluation program executed in an information processing device having a performance report storage unit that stores a performance report prepared by an appraiser, presenting options for evaluation marks regarding the evaluation of the business report to an evaluator who has viewed the business report; When the evaluator selects one or more of the evaluation marks from the options of the evaluation marks, presenting to the evaluator a list of evaluation reasons describing the reasons for selecting the evaluation marks; a step of allocating points in advance to each of the evaluation marks, and when the evaluator selects an evaluation mark, tallying up the points allocated to the selected evaluation mark as points for the evaluee who created the business report viewed by the evaluator; and a step of presenting to the person being evaluated the evaluation reason and the points selected by the evaluator from the list of evaluation reasons.

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